Compliance Stuff

’Twas the week after the holidays… ’Twas the week after the holidays, when all through the office, The parties were over, but not every consequence. The bonuses were issued, the PTO was spent, But those few awkward moments can become a lament. While the winter holidays may be winding down, the real workplace challenges often emerge  after  the decorations come down. New complaints surface, feelings about bonuses linger, and questions arise about any new changes implemented by the organization. To help employers manage the post-holiday fallout (and start the new year on steady footing), here are some seasonally inspired reminders to keep in mind. Silent Night? Not Quite: When Holiday Issues Surface Later Holiday gatherings may be over, but concerns often arise days or even weeks afterward. Take employee complaints seriously, regardless of whether the incident occurred weeks ago. Investigate promptly and ensure all complaints are handled consistently. Avoid common missteps, such...

Double, double, toil and trouble…guidelines change, employers struggle. In 2025, the figurative Hydra monster of regulations and requirements sprouts new and vicious Venus Flytrap heads by the day in the federal government’s own Little Shop of Horrors. Through new legislation, guidance, and Executive Orders, something spooky and sinister lurks around every corner and behind every door. The surest defense against these ghoulish traps is nimble navigation through the ever-changing legal labyrinth, and the most important weapon in an organization leader’s arsenal is knowledge. This Client Alert contains valuable reminders and tips for employers to exorcise bad practices and dodge the most common current and forthcoming legal trapdoors. We cannot possibly rip the mask off all legal developments that may impact your business, and this alert does not constitute legal advice, but we will take a stab at summarizing a few of the more hair-raising developments. There’s no better time than Hallow...

In this Client Alert, we describe some of the ways the recently enacted One Big Beautiful Bill Act (OBBBA) will impact employers. Tax Provisions: The tax provisions of the OBBBA are some of the most-anticipated changes. I. No tax on overtime pay Beginning in 2025, an employee who works “qualified overtime” is eligible to deduct up to $12,500 on their federal income taxes.[ 1]   For married persons filing jointly, the maximum deduction increases to $25,000; however, married persons who do not file jointly cannot get the deduction at all.   The allowable deduction is reduced (but not below zero) by $100 for each $1,000 that the employee’s modified adjusted gross income exceeds $150,000 ($300,00 for married persons filing jointly). It is important to note that the deduction only applies to overtime required under the Fair Labor Standards Act (FLSA) that is in excess of the individual’s regular rate (i.e., only the “half” of “time and a half”).  State-mandated over...